Building a Culture of Recognition

Whether you are familiar with Intraline or you are visiting our website for the first time, what I hope becomes apparent is that our culture and values are at the core of our business. We live by our values daily and refer to them when faced with a business problem. Among the aspects of our corporate culture, high performance and achieving results is paramount. Being a new and lean organization, we need to hire, develop, and cut smartly to ensure that we have the best people in the right positions. So how do we ensure our team maintains a high level of performance? Simply put, by acknowledging and appreciating our people for their achievements, for without their efforts, we would not be able to move forward as a company.

Employee recognition is key to ensuring that team members feel appreciated, engaged in their roles, and remain happy in the workplace. The tricky part with employee recognition, however, is that it is often confused with rewards and incentives. Where rewards and incentives put a dollar amount on an employee’s level of effort, recognition offers a greater level of appreciation for their accomplishments. With this in mind, our founding team was adamant about taking a progressive approach to employee recognition. Here are a few of our keys to success:

1. Recognize often — show appreciation when someone goes above and beyond, as soon as the action occurs. Even small wins that are recognized frequently will serve as validation that an employee’s efforts are contributing to the bigger picture. For us, this has included sending an email blast when a new employee makes their first sale or when someone’s blog post is shared by an external entity.

2. Align with core values — this ensures we are keeping culture at the top of our minds. Our recognition program, just like our corporate culture, should reflect the sum of all our parts. By aligning recognition with our values, it proves that we do more than just “talk the talk”, we “walk the walk” and work together to achieve our goals.

3. Encourage peer-to-peer recognition — we have found great success in this through the use of technology. By enrolling our team in the employee engagement platform, TINYpulse, we have the ability to solicit feedback and encourage peer-to-peer recognition — completely automated on a weekly basis. When one of our TINYpulse survey questions asked our team, “What motivates you to excel and go the extra mile at our organization?”, the overwhelming response pointed to appreciation and recognition from both peers and leadership. Results also indicated that witnessing peers receive recognition for their accomplishments further motivated employees to work hard to achieve high performance.

4. Get creative — monetary rewards are a fantastic way to thank employees for a job well done, but they are not the only answer. There are many creative ways to recognize employees for their achievements. A few that we use include offering a flexible schedule, the ability to work cross-functionally, and monthly awards to celebrate an employee’s achievement in areas not just limited to their role, but in health and wellness, community involvement, and more.

This list is by no means exhaustive, and is destined to evolve along with our company. However, what it provides us with is an operating compass for how we engage our teams globally. By ingraining employee recognition into our culture from the very beginning, it naturally translates into accomplishing both our individual and collective goals.

**How does your company keep your employees engaged and motivated?**


Originally published at www.intraline.com.

One clap, two clap, three clap, forty?

By clapping more or less, you can signal to us which stories really stand out.